Enhance Engagement
Embrace Inclusion
Accelerate Change
“I have taken 7 leadership courses in the last 3 years and this was the best”
Johnnie Powell
National Weather Service
About
The team at Chatman Enterprises, Inc. has worked with hundreds of corporations and government agencies including the U.S. Secret Service, Chase Bank, Estee Lauder, N.O.A.A. and N.A.S.A. to help people reach new heights of effectiveness by understanding themselves and others better.
Their hands-on, highly interactive workshops provide practical, usable knowledge that people implement immediately for business and personal success. Every program is tailored to fit the organizational and team needs of the client and consistently garner outstanding and enthusiastic reviews. Whether you’re looking for a few hours of strategy-based solutions – a multi-day leadership training program, or something in between, your team will come away with the tools, training, insights, and systems they need to propel your organization’s productivity, morale, and bottom-line results.
All Presentations Have The Option Of Being Conducted Virtually
Mitigating Bias In The Workplace
Overcoming Unconscious Decisions That Lead to Unexpected Consequences
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Force Multiplier: How to Lead Teams Where Everyone Wins
Becoming An Influential and Indispensable Leader!
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Mitigating Bias In The Workplace
Overcoming Unconscious Decisions That Lead to Unexpected Consequences
You know there’s a problem, but no one thinks they’re the problem. You desperately need inclusion, but you’ve got no idea where to start. Policy changes did zero. Accountability is non-existent. Past training felt incomplete and made everyone uncomfortable.
The REAL problem? Blind spots. Or as Tony puts it, “human thinking shortcuts.”
We’re talking human thinking shortcuts. The kind that create chaos and breed bias. In those blind spots are the hidden causes of discrimination that lead to alienation, absence, and resignation, and before you know it, create a culture that can’t retain or attract top talent.
The solution? A workforce that understands what unconscious bias is, how it occurs, and how it can influence seemingly objective decisions, despite our best intentions.
In this timely, powerful, and highly interactive training, we’ll look at how team members can reduce unconscious bias, and we’ll explore the many ways that we can change our practices (such as hiring and promotions) to minimize the impact of cognitive bias and create a culture in which everyone can grow and succeed.
Chatman Enterprises will work with your team to develop a workforce that:
- Understands the meaning of and psychological basis behind unconscious bias
- Grasp the pervasiveness of implicit bias
- Challenges “go with your gut” thinking and decision-making
- Recognize unconscious bias and its underpinning drivers in the workplace
- Identify the impact of bias on co-worker and customer relationship
- Reduces the impact of bias on co-worker and customer relationships
- Detect bias in professional judgment and decision making
- Addresses bias effectively and professionally
- Recognize, then effectively and professionally address bias
- Counteract bias with both individual and organizational strategies
- Prevent or reduce consequences of bias in order to create a more inclusive workplace
With daily reports of cancel culture, racial tension, shifting employee values, and civil unrest in our communities and around the world, there’s never been a more important time to challenge the way you lead your organization, reinvent the way you manage your teams, and overcome the blind spots that are costing your organization time, talent, money, and bottom-line results.
Request the training from Chatman Enterprises that shines a bright light into the dark corners of unconscious bias and avoid the unintended consequences of unexamined decision-making.
Leading People Through Transformative Transition
How to Help Employees Transition through Change and Change for Good
Life and business come at us fast in today’s world. Whether it’s global events, like COVID, George Floyd, and the current AI explosion, or important internal events, such as restructuring, mergers, and modernizing technology, people struggle to adapt to change and harness its power as a catalyst for transformation, growth, and excellence. Knee-jerk policies leave them battling between new practices and old habits with little support, forcing them to view change through the lens of disruption—a perspective that keeps everyone struggling in a sea of mediocrity, when they could be catapulting to the peak of success.
Chatman Enterprises Inc. has been helping its clients successfully navigate change and turn transition into transformation for the last 20 years. And we’ve done it through our training developed around one of Tony’s simplest but most powerful axioms:
High-performing organizations people their way through change.
Seventy percent of organizational changes fail. They fail because they try to policy their way through change, forgetting that organizations are made up of people first and systems second. In other words,
organizations don’t go through change; people do.
And people need to be (a) ready to change and (b) motivated to change before they can change . This is the fundamental principle of change psychology, a scientific approach to lasting change that our scientist-founder has been imparting to organizations for the last two decades.
This interactive workshop, designed for both leaders and teams, reveals how to manage yourself and others through times of transition. It delivers the tools, mindsets, and strategies necessary to keep organizations not just on the right path, but fully fueled to leverage change for everything it’s worth.
Your leaders and team members will learn:
- How to tell the difference between change and transition and why that’s important
- The emotional and psychological process we all go through when we experience change
- How to guide and encourage the people who resist change or even “flip out” in the chaos of transition
- What factors contribute to how quickly a person moves through the transition process and embraces change
- How to identify and overcome the most common barriers to accepting change
- How to embrace new ideas, processes, and responsibilities, and help others do the same
- The proven framework for guiding people through this same process, which will fully prepare you to navigate future change effectively and confidently
The path to lasting change is before you but difficult to see if you’ve been pursuing the path of policy—a path that ends in dysfunction, instability, disastrous morale, and depressed productivity. Whether change has come to your organization, your industry, or the world as a whole, Chatman Enterprises will light the path that will help your leaders and teams embrace necessary change policy through powerful change psychology and leverage transition to create powerful transformation within your organization.
Force Multiplier: How to Lead Teams Where Everyone Wins
Becoming An Influential and Indispensable Leader!
Based on Tony’s book The Force Multiplier: How to lead teams where everyone wins.
A textbook of the Graves School of Business and Management and the School of Education and Urban Studies graduate program at Morgan State University.
“Those who are seen shine.”
—Tony Chatman
A recent McKinsey study found that relationships with management were 72% more important to employees than relationships with coworkers and the #1 driver of job satisfaction among employees[1].
With relationships with management being that important, your leaders must be able to effectively communicate with, build consensus among, and create a vision for the people in your organization and not just delegate tasks.
Tony calls leaders who can do all this “Force Multipliers” because they have the ability to exponentially increase the productivity, innovation, engagement, and positive attitude of their team members through the relationships they have with employees. Put simply, when employees feel valued and respected by their leaders, they do their best work, because when people feel seen, they shine.
This level of personal influence through leadership is rare, but it can be taught and developed through proper training in the fundamentals found in this highly interactive and hands-on Force Multiplier workshop.
The curriculum was developed from Tony’s powerful leadership book of the same name—a culmination of decades of saving careers in leadership and helping leaders and managers turn around downward trends in employee performance, retention, and attraction.
[1] “The boss factor: Making the world a better place through workplace relationships”
In this workshop your leaders and managers will learn:
- The hidden reasons behind why people do what they do
- The best ways to get the best out of their people
- How to define and deal effectively with the root causes of poor performance and behavior
- The importance of making delegation a natural part of their leadership processes
- The #1 way to boost credibility, establish authority, build trust, and earn respect
- How to set goals that team members can aim for and achieve
- Proven methods to train yourself and your team to take responsibility for results
- How to harness people’s inborn motivation to produce results
- How to eliminate the obstacles that keep good leaders from becoming great
Every organization wants to find good people, but high-performing organizations want to also find the good in their people, and they do it by training their leaders and managers to develop others, resolve conflicts, foster teamwork, and increase overall engagement and productivity through a level of personal influence that is the gift of Force Multipliers.
Working Through Decades
of Differences
Managing Generational Diversity in the Workplace
Ah, generational differences. Yet one more way division gets created in the workplace.
If you’re experiencing this type of division within your organization, you have a right to be concerned, because if generations are looking down on each other,
- New generations won’t want to work for you, so you won’t be able to attract and retain talent or replenish your workforce,
- Your senior generation won’t be able share the institutional knowledge your organization has been built on and that it needs to survive, and
- You’ll lose market share and, therefore, revenue as you lose the connection to your diverse customer base.
It doesn’t have to be that way. We don’t have to become difficult or act strange when others don’t meet our expectations of how they should respond or behave. Because, as with all diversity, differences aren’t difficulties. And in the case of generational diversity, unique generational perspectives bring innovation, energy, agility, stability, and wisdom.
But if you’re seeing your generations silo and look down on each other, how do you get there?
In this insightful and productive session you will learn how to:
- Explore the generational differences that exist in the workplace
- Determine how these differences affect each generation’s expectations of their leaders, coworkers, and work roles
- Improve communication across generations and individuals
- Leap across perceived gaps and have more fun with each other
- Create a healthy work environment in which everyone is valued and respected and contributes to the overall success of the organization
- Set senior and junior generations up for powerful mentoring relationships that help the senior generation feel appreciated and the junior generation feel confident to carry the baton
Help your team come together in powerful new and inclusive ways that will shine a light on each generation in your organization and help each generation see and appreciate the other more clearly. Because really, that’s what every generation wants: to be valued and to be seen—for how great they are, for what they contribute, and for the unique perspective each brings to your organization.
Building a Healthy Workplace Culture
How to Empower Resilient Relationships that Generate Remarkable Results
According to FTSE Russell, companies who made the Fortune 100 Best Places to Work over the last two decades consistently outperformed the market by well over 300%[1]. In other words,
The organizations that cultured the best performed the best.
Does your organization have a culture that can drive results like this? Most companies don’t because they’ve been relying on mission statements, systems, processes, and policies to create their organizational culture. These often get articulated in the employee handbook with the belief that, once articulated, culture will pretty much take care of itself.
The problem is that the employee handbook reads like a book of fairy tales to the average employee. They can’t relate to it, and they never experience the perfect culture promised in its pages.
To get from the reality of the culture in front of you to creating the culture that catapults productivity, deepens resilience, and powers innovation, you have to meet your employees where they are in their thinking. Systems, policies, and vision statements that focus on behaviors can’t do that.
But that’s OK. Because training can.
At Chatman Enterprises, we’ve created a workshop that meets your people right where they are—in all their conflicting beliefs, diversity, communication and generation gaps, biases, and even prejudice—and helps them build healthy business relationships, work well together in groups, and create a thriving, shining culture. We offer training for your employees built on this one question:
“Are the beliefs I hold about myself and others powerful enough to light up my culture—to create a culture that instills a feeling of trust and confidence with everyone who engages with it and that attracts and keeps the top talent in my industry?”
[1] “When Employees Thrive, Companies Triple Their Stock Market Performance”
With that as their foundation, your people will learn:
- What every group must go through to become a high-performing team
- How to turn a diverse group into a singularly focused machine
- The best tools to repair team dysfunction
- How to build trust, loyalty, and respect among their team members
- What keeps them and others from being engaged at work and how to reengage
- The most effective ways to harness innate worker motivation to accomplish organizational goals
- How to overcome the barriers of mistrust that prevent powerful workplace relationships
- Researched-backed methods for creating connection with others and influencing critical relationships within the workplace.
Trust, cooperation, and communication make good organizations great, helping your people function cohesively and creatively. Your team can’t get there from where they are through lofty, aspirational documents, policies and rhetoric. But they can with our training.
A Way With Words
How to Say What You Mean to Get What You Want
“That’s not what I meant!”
Do certain leaders or team members in your organization rub people the wrong way? Is their communication style breaking down important relationships and derailing productivity? Do they seem puzzled when you tell them you’re getting complaints about how they’re coming across? If so, there’s likely a disconnect between their intention and their expression.
That’s a problem because we all listen on two levels—informational and relational; however, most people communicate on only one level. Some clearly disseminate information but come across as unfeeling or uncaring. Others relate beautifully but leave everyone more confused than before they started talking! To be effective communicators, your people need both—the relational part that enrolls others, builds consensus, and encourages collaboration and innovation and the informational part that brings a sense of ease through clarity.
This powerful communication style that reaches people on both the informational and relational levels can be developed—and there is no better way to develop it than through this highly interactive, impactful workshop from Chatman Enterprises.
Your people will learn:
- How to spot and overcome common barriers that keep others from hearing and understanding what they mean to say
- How to connect with people on both the informational and relational levels
- The keys to effective listening that allow others not only to hear what is said but what’s intended
- How to listen in such a way that people feel heard, making them more receptive to direction and constructive criticism
- How to utilize words that build rapport with people who never seem to get what you’re saying and eliminate words that destroy relationships and reputations
- How to keep meetings from being a waste of time, energy, and talent
- How to ensure emails convey the intended tone so that they don’t lead to misunderstandings and create unnecessary conflict
- How to identify others’ communication styles to establish greater connection and positively influence direct reports, peers, bosses, and customers or clients.
The ability to connect with those around us and powerfully and positively communicate wants and needs is a differentiator in today’s world of increasing isolation and separation. Give your people the confidence to enter into any meeting or conversation, knowing they have the knowledge and tools to be heard and received in the way they intended and to be a positive influence with their teams, colleagues, and superiors.
Chatman Enterprises’
leadership essentials
NEW Supervisor Training
New to the management and leadership game? That can feel overwhelming and even a little scary. This workshop has got you covered. It’s designed to give new managers practical tools and strategies that will not only make you a better leader, but help prepare you for greater future responsibility as well! It’s totally hands on with a mix of powerful interactive utilizing assessment tools, group activities, role-playing, and thought-provoking training. Give us a week and your new leadership candidates and we’ll send them back with a head full of ideas, strategies that work, mindsets that will move them forward, and skills that will allow them to lead with more ease. This week-long program is presented in a traditional classroom setting.
Here’s what they’ll learn:
Leadership:
- Making the initial leap from worker to leader
- The daily responsibilities of an effective Leader
- Critical actions that boost credibility, establish authority, and earn respect
- Establishing a professional and effective relationship with your boss
- Understanding your natural leadership (using assessment tool)
- Developing a leadership plan based on your natural abilities
- Leading by influence (with or without authority)
- Avoiding common management missteps
Conflict Management:
- Identifying and understanding the most common causes of conflict
- Identifying your natural style of managing conflict (using assessment tool)
- Learning how to resolve conflict without taking sides
- Learning why people are often difficult and how to work effectively with them
- Keeping conflict from escalating by utilizing key phrases and eliminating caustic communication
- Handling difficult situations (e.g. employee publicly disagrees with you, etc.)
- Handling complaints without losing your cool
- Dealing effectively with unacceptable behavior
- Preparing to effectively engage in difficult workplace dialogue
- Creating an environment that minimizes unnecessary conflicts
Accountability:
- Understanding the formal and the informal processes of managing employee performance
- Dealing effectively with root causes of poor performance
- Making delegation a natural part of your leadership routine
- Learning to set goals that workers can aim for and achieve
- Training yourself and your workers to take responsibility for results
- Dealing effectively with tardiness and absenteeism
- Taking control of your time and schedule
- Learning to manage yourself so that you’re capable of effectively managing others
Teambuilding:
- Assessing the strengths and skills of your team members
- Leading people with different behavior styles
- Focusing employees on “goal accomplishment”
- Harnessing inborn worker motivation to accomplish organizational goals
- Maximizing the effectiveness of each team member through mentoring and coaching
- Creating an employee development plan
- Learning how to build trust, loyalty, and respect amongst your team
- Creating a collaborative environment
Diversity:
- Understanding the value of diversity
- Recognizing changing demographics and increasing diversity in the workforce; learning to maximize the value of a multi-generational, multi-cultural workforce
- Understanding the sources of diversity-related conflict
- Learning to leverage the different perspectives to enhance the worker experience
- Aligning team members with the vision and mission of the organization
- Identifying and avoiding common missteps and pitfalls
- Nurturing an inclusive culture where people respect differences and strive to understand each other
Communication:
- Gaining an in-depth understanding of the different components of human communication (e.g. verbal, nonverbal and para-verbal) and how they affect what is heard and what is done
- Identifying the filters that affect how messages are received
- Becoming a more effective listener
- Determining your own natural communication style
- Communicating effectively via email
- Leading efficient and productive meetings
- Giving powerful and effective presentations
- Giving criticism and negative feedback without provoking workers
- Replacing common conflict-invoking words and phrases that destroy your authority and credibility, with phrases that build trust, credibility, and loyalty
You want your team to be more than just managers – you want them to be leaders. The kind of people who can leverage change, think and act on the fly, make decisions that will elevate your organization and the people in it.
That’s what you’ll get when you invite Tony Chatman in to take your fledgling new managers and turn them into dynamic and positive influencers and leaders for your organization.
experts empowering
organizational leaders and team
members around the globe…
to Adopt the Strategies and Skills Necessary to Successfully
Navigate Change, Diversity, Bias, Culture, and Collaboration.
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